Video job descriptions (VJDs) are catching on, and catching on fast. Over the coming year, it’s likely the companies who make great ones will be the companies who win the talent war.
Fortunately, great video job descriptions are not necessarily hard. Like writing any job description, they just take a little effort and planning.
Get in touch with your employer brand and what it’s really like to work at your company. If your company is filled with traditional, nose-to-the-grindstone types who never leave before 7 then you shouldn’t try to present yourself as a hip, modern company where people skateboard down the halls.
There are traditional, nose-to-the-grindstone candidates out there who you really want to attract and who will be turned off by such an image. There are also genuine, hip, modern people out there who will sense something off about your presentation and who will move on in favour of something that actually rings true to them.
Choose passionate participants.
Ideally, your passionate participants are going to be members of the employee’s future team or department. You want people whose enthusiasm for the job and for the company really shines through.
Can’t find anyone who really feels enthusiastic about the job or the company? You’ll want to fix that problem first, if you can. Using a recruitment agency can help (and Search Party can help facilitate that transaction, whether you’ve used a recruitment agency before or not).
Talk about the job.
But don’t drone off an endless list of job requirements, like the ones you’ll find on the 100-word job descriptions you’re working hard to phase out. The viewer’s attention will wane. So will their confidence that they can actually give you what you want.
Instead, stick to a brief conversation about the day to day duties of the job and the kinds of challenges the candidate will have to solve. Then, choose 2-4 salient points about what will make a candidate really stand out to you. You can probably skip “relevant experience” as one of those points as that’s obvious. However, if the candidate absolutely must know Adobe Dreamweaver to succeed, then you’ll want to give that a mention. Try to mix up hard skills with soft skills and cultural fit indicators, as well.
Keep it short.
Most videos should be between 1 to 3 minutes, no more, no less. That may not seem like a lot of time to convey the information you think you must, but it’s more time than you think. You can say a lot in 2 minutes.
Busy professionals are impatient people. Many of these videos will be viewed over mobile phones and attention spans are short. Break this rule at your own risk.
Write a script and a storyboard, and practice like the pros do.
Sure, you probably know the ins and outs of the job well enough to recite them in your sleep. That’s not going to prevent a lot of “uhs,” “ahs,” and other problems if you don’t actually plan the video from start to finish. Stephanie in Accounting may be starring as herself, saying things that only Stephanie would say, but you should still work those words into a script so everyone knows what to do, where to be, and what to expect.
Get professional help.
Chances are you don’t know enough about sound and lighting to produce a truly professional-quality video on your own. Yes, any 14-year-old with a cell phone can make a video, but that doesn’t mean they can make one that will attract your next superstar. This is especially true if you plan on adding visual interest by moving around the office or running a few voice-overs while showcasing the rest of the team in action. Sure, this will require investment on your part, but it will be nothing compared to the cost of hiring the wrong person or missing out on the perfect one.
Do you plan on using video job descriptions this year? Have you already done it? If so, share a link in the comments below!
We found some examples and wanted to share. What do you think of these VJDs?
Use Search Party to find your next candidate quickly and easily. You can sign up for a free account and start searching today. Fill a role up to 6x faster at a substantially lower cost than traditional recruitment efforts.